North Carolina Agricultural and Technical State University Attendance of search committee training held

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  • North Carolina Agricultural and Technical

    State University

    A Guide to Faculty

    Recruitment and Selection

    These guidelines are for the purpose of recruiting and

    hiring EPA faculty at North Carolina A&T State University

    and may be revised when needed by The Office of the Provost

    or the Division of Human Resources at any time.

  • 2

    CONTENTS

    SectIon 1. Introduction ................................................................................................................................................. 4

    Section 2. Provost Approval of Faculty Positions .......................................................................................................... 5

    Section 3. Duties and Responsibilities .......................................................................................................................... 6

    Appointment of the Search Committee Chair and Members ............................................................................... 6

    Duties for Search Committee Chairs ..................................................................................................................... 6

    Duties of Search Committee members ................................................................................................................. 7

    Section 4. Preparing for the Search .............................................................................................................................. 8

    Creating a Job Posting in People Admin (Initiated by the Dept) ........................................................................... 8

    Additional Job Advertisement (Initiated by the Department) ............................................................................ 10

    Enhancing and Broadening the Applicant Pool ................................................................................................... 11

    Small Applicant PoolS ......................................................................................................................................... 11

    Responding to Applications ................................................................................................................................ 11

    Section 5. Conducting the Search ............................................................................................................................... 12

    Expectations of the Search Committee .............................................................................................................. 12

    Section 6. Application Process .................................................................................................................................... 13

    Review of Applications ........................................................................................................................................ 13

    Applicant Screening ............................................................................................................................................ 13

    Reference Checks and Verification of Academic Credentials ................................ Error! Bookmark not defined.

    Section 7. Interview Process ....................................................................................................................................... 13

    Faculty Telephone/SKYPE Interviews .................................................................................................................. 13

    Choosing Finalist for Campus Interviews ............................................................................................................ 14

    Faculty Campus Interviews ................................................................................................................................. 15

    Invitation for On-Campus Interviews .................................................................................................................. 16

    Additional Reference Checks after the Interview ............................................................................................... 16

    Evaluation and Selection of the Candidate ......................................................................................................... 17

    Section 8. Hiring the Selected Candidate ................................................................................................................... 18

    Completed Hire Package ..................................................................................................................................... 18

    Offer Letter ......................................................................................................................................................... 19

    Academic Credentials Documents (provided by the department) ..................................................................... 19

    Verification of Foreign Transcripts ...................................................................................................................... 20

    Section 9. Closing the Search ...................................................................................................................................... 21

    People Admin ...................................................................................................................................................... 21

    Candidate Selected and Accepted ...................................................................................................................... 21

  • 3

    Unsuccessful Search ............................................................................................................................................ 22

    Section 10 ADDITIONAL FACULTY HIRING POLICIES .................................................................................................... 24

    6.5 FACULTY EMPLOYMENT PROCEDURES, ACADEMIC FREEDOM, PROFESSORIAL RANK, TENURE, AND DUE

    PROCESS .............................................................................................................................................................. 24

    6.6 EQUAL EMPLOYMENT OPPORTUNITY........................................................................................................... 24

    6.10 NEPOTISM ................................................................................................................................................... 24

    Frequently Asked Questions ........................................................................................................................................ 27

    References Consulted .................................................................................................................................................. 28

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    SECTION 1. INTRODUCTION

    Purpose: The purpose of this guide is to assist in providing recruitment strategies for university

    full time EPA faculty (lecturers, clinical, and tenure track faculty) with the goals of

    recruiting and retaining higher quality individuals, ensuring sound fiscal personnel operations,

    and providing a consistent faculty hiring process.

    North Carolina Agricultural and Technical State University recognizes that achieving

    preeminence is inextricably associated with the university’s core commitment to high standards

    of excellence. Such standards demand selectivity in staffing, attentiveness in the recruitment and

    retention of high-quality innovative faculty members who are exemplary in scholarly research,

    artistic productivity and teaching, and adherence to sound practices for quality assurance.

    Equal Opportunity

    We are committed to providing Equal Employment Opportunity (EEO) and to comply with all

    Federal, State and local laws that prohibit employment discrimination for all persons regardless

    of race, religion, color, national origin, sex, age, disabling condition, veteran status, political

    affiliation, genetic information or sexual orientation and sexual identity, except where religion,

    gender, and/or age are physical requirements and are bona-fide job related employment

    requirements. The University is also committed to taking affirmative action to hire and advance

    minorities and women as well as qualified individuals with disabilities and covered veterans.

    For a search to be successful in attracting highly qualified and diverse applicants, diversity

    must be at the forefront of A&T’s priorities and recruitment strategies. This toolkit serves as a

    platform to hiring diverse scholarly, researched focused faculty of the future.

    Reasonable Accommodations

    It is the policy of North Carolina Agricultural and Technical State University to reasonably

    accommodate qualified individuals with disabilities who are applicants of university. Realizing

    that while many individuals with disabilities can apply for vacant positions without

    accommodation, other qualified applicants may face barriers to employment without the

    accommodation process. For more information about accommodations, contact the EEO/AA

    Office within the Division of Human Resources.

    Adherence to hiring procedures is vital to ensure equitable treatment of applicants and the hiring

    of the best-qualified candidate. The prima

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